Hi!
The exchange of ideas on this post is becocming interesting. Maybe, those interested in this topic should visit HRNET, a US (Cornell University) based discussion group (at yahoogroups: link: <http://finance.groups.yahoo.com/group/hrnet>
HRNET has very interesting and long-running (years of) discussion on the subject of Performance Appraisal. The exchange of ideas come from "heavyweights" on the subject matter, both for and against it.
One thing though: The idea of PA has been established to be short of the many expectations of people in HR. That's why people like us would rather talk about Performance Management System (PMS) rather than PA.
PMS offers a more complete framework. I have a site (HR-TOOLS) that discusses this matter in detail. Try visiting it and bring your ideas and discussion there. <http://finance.groups.yahoo.com/group/hr-tools>
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
The exchange of ideas on this post is becocming interesting. Maybe, those interested in this topic should visit HRNET, a US (Cornell University) based discussion group (at yahoogroups: link: <http://finance.groups.yahoo.com/group/hrnet>
HRNET has very interesting and long-running (years of) discussion on the subject of Performance Appraisal. The exchange of ideas come from "heavyweights" on the subject matter, both for and against it.
One thing though: The idea of PA has been established to be short of the many expectations of people in HR. That's why people like us would rather talk about Performance Management System (PMS) rather than PA.
PMS offers a more complete framework. I have a site (HR-TOOLS) that discusses this matter in detail. Try visiting it and bring your ideas and discussion there. <http://finance.groups.yahoo.com/group/hr-tools>
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting